Why Should Your Organization Be More Neuroinclusive?

Beyond the fact that 15-20% of the global population is neurodivergent, there are many other reasons your organization should focus on neuroinclusivity. Many companies have been looking for ways to inject creativity and unique solutions to their problems and/or industry while ignoring or weeding out individuals who could provide just that. Neurodiversity is not a disease; it is a different neurobiology — the brain is physically wired differently than neurotypical brains. Due to this difference, many neurodivergent individuals are weeded out of the hiring process for not aligning with the company culture or for not responding to questions in ways expected of neurotypicals. Without even realizing it, companies are missing an opportunity cost with potentially immense impacts.

Early research suggests that neuroinclusive companies see a 30% increase in productivity. While many neurodivergents exhibit higher levels of productivity, they are not the only ones who benefit from this inclusion. Universal Design Theory highlights the broader benefits of including individuals who are considered disabled. Think of the wheelchair ramps that also help families with children in strollers or those with bad knees who struggle with steep stairs. By increasing neuroinclusivity, you also create benefits for your other employees.

At my last company, I started to modify my office space to support my needs after being diagnosed with AuDHD (ADHD & Autistic). I didn’t make significant modifications to my space, but I addressed the sensory issues to support my need to focus and be productive. While the non-profit was mainly an open office space, my boss agreed that it would be best for me to have an office to myself to reduce the distractions from the other staff members. After implementing my office changes, I went on a two-week vacation. While I was out of the office, I learned that my space had become quite popular among the other staff. Whenever someone had a challenging project to work on, they would use my office to focus better, be more productive, and reduce their stress. After a few months, I noticed that other offices in the building were adopting the strategies I had implemented in my own office.

Being more neuroinclusive does not require significant capital expenditures or completely upending your office culture. It does, however, require a thoughtful and intentional approach. If you are interested in how your organization can improve its productivity and inclusivity, you can reach me through the contact page or email afenton@neuropeakglobal.com